Hardware IndustryMar 30, 2017
CiscoEigenfoo

Nvidia salary

What would be the upper range for senior engineers (software) at Nvidia?

Nvidia yo_bitch Mar 30, 2017

Depends on your IC level. Check the other threads.

Cisco Eigenfoo OP Mar 30, 2017

What are the IC levels for someone with 12+ years experience?

Nvidia yo_bitch Mar 30, 2017

Very much depends how you perform in interviews. Ask HR for the level. Should expect IC5.

Cisco bigshot Mar 30, 2017

+1, what is the comp structure like ( base only or RSU'S a thing)

Nvidia 3428 Mar 30, 2017

Top performers at ic5 typically get 190k base plus 80-90k rsu refresh.

Cisco Eigenfoo OP Apr 1, 2017

Thanks.So a total of ~300k?

Microsoft bDgz00 Apr 12, 2017

I think 90k refresh is for four years vesting. so it's not really 300k total comp a year

Cisco bigshot Mar 31, 2017

how about ic3, is there RSU for that level

Nvidia yo_bitch Mar 31, 2017

Nope

Cisco bigshot Mar 31, 2017

ok, what is the salary range

Nvidia OIap00 Apr 1, 2017

How about an m3?

Cisco Gjoh Apr 6, 2017

Ic3 is how many years of experience after ms?

Cisco Dotcom Apr 7, 2017

I've heard ic2 is new college grad, ic3 must be 2+ yrs after ms

Cisco Dotcom Apr 7, 2017

Nvidians, please chime back in

Nvidia hire me Apr 13, 2017

I wish performance reviews were more detailed and expectations for performance were defined.

Cisco Dotcom Apr 13, 2017

oh, is there a general lack of interest among folks just like Cisco ? are you guys looking out too ?

Nvidia scholesy Oct 6, 2017

Joined as IC3 for 120k promoted to IC4 at 155k

Oracle Soracle Oct 21, 2017

Hows the Rsu refresher for ic4 , joining as senior hardware engineer?

Nvidia ok ok okok Oct 21, 2017

Top performers get 50-60k , average is around 30k I guess . How many years experience do you have? What’s the initial rsu grant?

Oracle Soracle Oct 21, 2017

6 years of work ex , 400 Rsu

Oracle Soracle Oct 21, 2017

Is the review cycle Bell curve type or individual performance based ?

Nvidia AYbA01 Nov 25, 2018

It is highly subjective and not merit based. They normalize it close to a value of 1.0 units, defined by a non-transparent HR metric. Depends on how much manager likes individuals, budget get shifted around. A system easily abused by useless managers who reward engineers that do the heavy lifting managerial work (planning, roadmaps, meetings, justifications, writeups) instead of rewarding the engineers who keeps the ship afloat (product user stories, design, implementation, QA, QC, process automation). Bad engineers also game the system, if you make the manager look good, you climb. TC 160